Stay Informed

Compliance First

Ongoing Alerts is compliant with the FCRA and EEOC guidelines. Businesses are held accountable to the same employment laws post-hire as they are pre-hire.

When an employee leaves your company, turn off Ongoing Alerts for that individual in order to meet your legal obligations.

Consent Matters

Per the FCRA, you must have an employee’s consent before reviewing his or her background check, whether before or after hiring.

If you used the GoodHire consent form for the original background check, your candidate already consented to regular background check reviews. If you use your own consent form, our Ongoing Alerts process automatically asks each employee you enroll to provide their consent electronically.

Due to specific laws in California and Vermont, consent for regular background check reviews is not allowed. That means employers must re-obtain consent from employees for each monthly update. Don't worry. GoodHire helps you easily manage the process for CA and VT.

Best Practices For Ongoing Alerts

Be Fair

Create an Ongoing Alerts policy for your company. The policy can be permanent or temporary, but must apply the same standards equally to all employees.

Be Transparent

Clearly explain the policy to employees, detailing exactly what will be reviewed through the monthly background checks (in this case, their criminal records).

Be Encouraging

Extend your new policy to include processes and protections that encourage employees to proactively inform you if they have run-ins with the law.

I am so happy that your system is so easy to use. Right when I pull up my results, everything is simply categorized with a status next to it so I'm able to see right away what my results are before diving into the details.

Lauren, GoodHire Employer

Ongoing Alerts

Get started by refreshing your employee records. Run a new background check and add Ongoing Alerts.